Regional Federal Council Annual Report - 2019-2020

Annual Report 2019 – 2020

Letter from the Chair The world changed drastically with the emergence of COVID-19. It was a powerful reminder of how Dylan Jones necessary our Regional Federal Councils are. Through them, we have tested ideas, rapidly disseminated innovation and, most importantly, supported our people. We will not be slowing down. With your support, Chair of the British Columbia and we will be leveraging the learnings from the crisis to accelerate and give practical meaning to agile, Prairie Federal Councils equipped and inclusive. Deputy Minister of Western Economic On behalf of my fellow chairs and our 293 executive members across Canada, I am proud to present our Diversification Canada annual report. I hope you enjoy the read as much as we have enjoyed serving you and all Canadians. Dylan Jones National Chair, Regional Federal Councils Paula Isaak James Meddings Francis McGuire Manon Brassard Chair of the Chair of the Chair of the Chair of the Northern Federal Council Ontario Federal Council Atlantic Federal Council Quebec Federal Council President of the President of the President of the President of the Canadian Northern Federal Economic Atlantic Canada Economic Development Economic Development Development Agency Opportunities Agency Agency of Canada for Agency for Southern Ontario the Regions of Quebec Regional Federal Councils  Annual Report 2019 – 2020 1

Introduction to the Regional Federal Councils Regional Federal Councils (RFCs) are forums for departments and agencies to develop approaches to shared challenges and to respond to the unique realities of their regions. While each council interprets this responsibility in a way that responds to the needs of the region and its membership composition, all RFCs leverage their abilities to bring executives together to explore solutions and implement horizontal initiatives that impact the federal footprint. Projects and programs led through RFCs reflect key themes of interest to each region and enable public servants to build capacity, share best practices, and combine expertise for a common goal. RFCs provide a connection point for public servants in small cities and remote RFCs support the workforce through professional development events, locations to help build robust federal communities. RFCs also facilitate career mobility initiatives, and micro-mission opportunities. This makes relationship building and information exchange with key stakeholders, including RFCs an essential hub for regional public servants at all levels who want central agencies and provincial ministries, for a coordinated regional response to develop their skills. Developmental opportunities help regional employees to key issues. By connecting regional communities of interest with senior grow their networks, understand the work of other departments, and support executives and facilitating grassroots efforts, RFCs establish an iterative career development. framework for open communication and capacity building within regions. RFC Priority Pillars Intelligence and Innovation and Strong, Engaged, and Knowledge Exchange Experimentation Diverse Workforce Networks and Collaboration • Facilitate information sharing • Promote innovation through • Support and deliver initiatives across departments, within targeted initiatives, Innovation related to people management, • Provide a senior regional regions, and with the National Fairs, and information sharing recruitment and retention, network across federal Capital Region (NCR) workplace wellness, and government departments • Support implementation of diversity and inclusion federal government priorities • Connect people, departments, related to public service renewal regions, and communities of interest on shared issues Federal footprint outside of the NCR NCR 7.3% Growth* 88 Departments and Agencies 121,230 NCR population British Columbia Region Prairies Region Northern Region 23,890 employees 32,846 employees 1,200 employees 4.3% Growth* 3.4% Growth* 3.8% Growth* 49 Departments and Agencies 50 Departments and Agencies 26 Departments and Agencies Ontario Region Quebec Region Atlantic Region 39,619 employees 30,827 employees 29,536 employees 3.2% Growth* 3.7% Growth* 6.1% Growth* 53 Departments and Agencies 53 Departments and Agencies 48 Departments and Agencies * Growth is defined as the increase in the number of public servants from 2018 to 2019. https://www.canada.ca/en/treasury-board-secretariat/services/innovation/human-resources-statistics/population-federal-public-service-geographic-region.html Regional Federal Councils  Annual Report 2019 – 2020 2

Indigenous Initiatives RFCs provide a space to develop strategic direction on how to advance reconciliation and build ongoing trust with Indigenous communities and organizations. Over 60% of Indigenous peoples live outside of Ontario and Quebec, away from the NCR. Accordingly, RFCs work with regional Indigenous groups to build inclusive frameworks through cultural awareness and dialogue, public service recruitment, and reciprocal capacity-building initiatives. Photo: Caroline Caza, Regional Director General at Environment and Climate Change Canada, at the signing ceremony of the Memorandum of Understanding on Strengthening Public Service Institutions. RFC activities align with the Values and Ethics Code for the Public Service, and key directives such as: Call to Action # 57 of the Truth and Reconciliation Commission, which Beyond 2020, which invites the public service to develop increased requires all levels of government in Canada to ensure public servants are inclusiveness and diversity. educated on the history of Aboriginal peoples, including the history and legacy of residential schools, the United Nations Declaration on the Rights Article 15 of the United Nations Declaration on the Rights of Indigenous of Indigenous Peoples, Treaties and Aboriginal rights, Indigenous law, and Peoples, which makes evident the active role that states must take to Aboriginal–Crown relations. eliminate discrimination against Indigenous individuals. Integrating these foundational tenets within RFC specific-programs builds an environment that is more inclusive for Indigenous public servants and allows public servants to better serve all Canadians. Regional Federal Councils  Annual Report 2019 – 2020 3

Photo: Crystal Lameman, Beaver Lake Cree Nation Government Relations Advisor and Treaty Coordinator, addressing attendees at a Number 57 Project event. British Columbia Prairies Quebec MOU on Strengthening The Number 57 Project Indigenous Recruitment Public Service Institutions Dialogue Day A collaborative effort between the Prairie Federal On June 4, 2019, 17 departments signed Council, Indigenous Services Canada Regional The Quebec Federal Council Innovation Lab a Memorandum of Understanding (MOU) Operations, and the Oxygen Youth Network, “The brought together employees of the Government of with the First Nations Summit and the Number 57 Project” is an Indigenous Speakers Canada and various partners, including Indigenous First Nations Public Service Secretariat. The MOU Learning Series designed for all public servants student associations and Indigenous community formalized a commitment to working together to improve intercultural competency and support organizations, to discuss how to promote to enhance public service development for BC conflict resolution in response to the Truth and the hiring of Indigenous people by federal First Nations communities and representatives of Reconciliation Commission’s Call to Action organizations. Building on this activity, a wrap-up federal departments through horizontal exchange #57. Indigenous speakers from a wide array of report entitled Representative Public Service: Best of tools and experience that will allow for contemporary contexts shared their perspectives Practices, Issues and Potential Solutions was significant two-way learning. with 124 attendees during the series to facilitate a written which is the conclusion of the project. deeper understanding about issues in the Prairies Successful activities accomplished through and to support dialogue about reconciliation. Atlantic the MOU include over 50 federal employees Speakers featured this year included visual and volunteering and facilitating at First Nations’ musical artists, politicians, art collective curators, Interdepartmental events, piloting access to Canada School of and educators. Indigenous Recruitment Public Service online courses for Indigenous Initiative administrators, initiating a job shadowing Ontario and exchange program, and supporting The primary goals of the Initiative are to increase Band Administrators with the preparation Screening of Indigenous- Indigenous recruitment in the Atlantic region, to of COVID-19 communication tools. made films coordinate recruitment outreach to Indigenous communities and organizations, and to share best Northern On May 13, 2019, the OFC hosted a Film practices. In 2019 – 2020, several participating Screening in collaboration with the National departments significantly increased their hiring Sharing Lessons Film Board of Canada (NFB), showcasing of Indigenous students through the Indigenous a compilation of short Indigenous-made Student Employment Opportunity Program and Members of the NFC support efforts to movies. NFB Commissioner Claude Joli-Coeur the Federal Student Work Experience Program. build healthy, respectful and supportive work delivered a keynote address to an audience environments through sharing information, training of 118 public servants. A panel on the NFB’s Numerous outreach events were held with opportunities and other joint initiatives with Indigenous Action Plan “Redefining the NFB’s Indigenous organizations such as the Mi’kmaw models like Pilimmaksaivik, the Federal Centre Relationship with Indigenous Peoples” guided Economic Benefits Office and the Mi’kmaq of Excellence on Inuit Employment. The focus in by the recommendations of Canada’s Truth Confederacy of Prince Edward Island to fully 2019 – 2020 was on the sharing of best practices and Reconciliation Commission followed. engage in meaningful dialogue with Indigenous for recruitment and retention of Indigenous Highlighted was a commitment to increase students. In addition, the working group built ties students, including clear, plain language on online distribution of works by First Nations, with local Indigenous employment counsellors job advertisements, the use of networks, and Métis and Inuit directors, and to ensure that and explored an Employment and Service community job boards to reach candidates and 15% of ongoing production spending is Development Canada initiative where hiring “speed staffing”; and orientation events held in all dedicated to Indigenous-led projects. The NFB managers request direct referrals of Indigenous three territories. also plans to achieve representational parity of candidates from Indigenous employment their workforce by 2025. organizations across Atlantic Canada. Regional Federal Councils  Annual Report 2019 – 2020 4

Innovation Fairs Innovation Fairs are exceptional opportunities to share a variety of viewpoints and work together to continuously improve the Canadian public service. Fairs have proven to be catalysts for regional innovation because they are forums for public servants to share and learn about successful initiatives from different departments. In turn, attendees take their learnings back to their home departments to spur innovation and build expertise. Photo: 2019 Innovation Fair Theme: Beyond 2020: Agile, Inclusive, and Equipped. In 2019, the six RFCs hosted successful Innovation Fairs under the Fairs in Vancouver, the Prairies, and Ontario explored the increased use of theme of Beyond 2020. Fairs were held in sixteen cities across Canada: social media, larger venues and live streaming of sessions to expand the reach Calgary, Charlottetown, Edmonton, Halifax, Iqaluit, St. John’s, Moncton, and uptake of the fairs. Partnerships were established that contributed to the Montreal, Quebec City, Regina, Saskatoon, Toronto, Vancouver, Whitehorse, Beyond 2020 theme and offered bonus content and value to participants Winnipeg, and Yellowknife. The interest and desire to get involved in through presentations, complimentary exhibits, and tours. the Innovation Fairs has continued to increase year after year. In 2019, participation in these events increased 53% with over 3,840 public Active participation from academia, enterprise partners, provincial partners, servants attending. The number of kiosks and sessions also grew by regional networks, other levels of government, and federal departments and 101% in 2019. Support and contributions from senior leadership — both agencies contributed to impactful and engaging events. regionally and in the NCR — raised awareness and increased overall participation, requiring the addition of waitlists in most regions. Regional Federal Councils  Annual Report 2019 – 2020 5

Photo: Deputy Minister panel at the Toronto Innovation Fair: James Meddings; Dylan Jones; Nancy Chahwan, Chief Human Resources Officer, Treasury Board; and Daniel Quan-Watson, Deputy Minister, Crown-Indigenous Relations and Northern Affairs Canada. Some highlights include: Ontario’s Fair featured 17 workshops, including an Ask Me Anything discussion with four Deputy Heads centred around National Public Service On May 30, 2019, the Atlantic Region hosted an Innovation Fair spanning Week and public service renewal. The Fair showcased 41 exhibitors, all four Atlantic provinces. Four fairs, held simultaneously in St. John’s, connected over 836 online viewers, and was supported by close to 50 Charlottetown, Halifax and Moncton, featured 43 exhibitors. The well- interdepartmental volunteers. Discussion topics included neuroscience/ attended event, which included the participation of three deputy ministers, psychology, enabling technologies, and potential future workplaces. This shone a spotlight on innovations, tools and best practices to help allowed attendees to consider how current actions affect future potential organizations and employees become more agile, inclusive and equipped. through active contribution. The fairs generated great engagement and discussion, posting a 43% Prairie Fairs optimized the Beyond 2020 themes to highlight the positive increase in participant numbers over the previous year. Presentations impacts of diverse and multi-disciplinary teams for successful innovation, included Beyond 2020 – Modernizing the Public Sector, as well as panels including the development of a weather app by Environment and Climate and discussion on a range of timely topics such as self-serve business Change Canada and the development of the Ebola vaccine at the National intelligence, privacy protection in the digital information age, innovation in the Microbiology Lab in Winnipeg. community, and more. To ensure content from the Quebec Fairs was accessible to both attendees In BC, several sessions were live-streamed including: Women in Leadership, who wanted resources to take back to their departments and for public a FED Talk on Indigenous Engagement, and a Dragons’ Den session. There servants who were unable to attend. It contains a collection of the was a focus on presenting interactive experiences, such as a Living Library, presentations from the featured workshops and other resources. virtual reality sessions by the National Film Board, and “Unconference gatherings” by #OneTeamGov. The Northern Federal Council offered inaugural half-day Disruption by Design labs that were delivered in collaboration with the National Managers’ Community. Participants in all three territories developed new skill sets that enabled them to take advantage of new opportunities that arise in their work and communities in an innovative manner. Regional Federal Councils  Annual Report 2019 – 2020 6

British Columbia Federal Council The BC Federal Council works to encourage horizontal collaboration by supporting 49 council members in 45 departments and 14 communities of interest, networks, and committees. Council members advance their goals around people management, reconciliation, and overall public service excellence through regular information exchange and collaboration. By leveraging the innovation of communities of interest, council members and champions offer working-level public servants the infrastructure to build a more engaged federal family in the region. FedStarter BCFedLeaders Open Door on Mental Health 2020 FedStarter is a grassroots initiative launched by BCFedLeaders is the united voice of BC Federal the Prairie Federal Council several years ago which Leaders, where we share our learning, successes, For the second year in a row, the BCFC’s supports innovative projects and encourages and challenges. BC Federal Public Servants Community of Interest on Mental Health hosted public servants to reimagine the future of the want to feel connected with each other, its free annual Open Door event. This year’s public service. In 2019/2020, the BCFC joined the regional colleagues, sectoral partners, and local theme was effectively communicating about initiative for the first time which embeds Western communities. To meet this need, a campaign was mental health, as a manager and as a colleague. Canadian innovation into the federal public service. launched to provide a platform for connections to The community invited speakers and presenters Pitching innovation is often risky, and being a be made. The launch included creating the from many regional federal departments and from FedStarter gives public servants the opportunity “We Are BCFedLeaders” podcast with 12 external consultancies. The Ombudspeople for to enhance their leadership, project management, episodes recorded, five live twitter chats under the Innovation, Science and Economic Development, innovative thinking and communications @BCFedLeaders account, and a GCCollab page. as well as Public Services and Procurement and competencies. The goal is to engage, inspire and The launch culminated with an Unconference event the Executive Director for the Centre for Expertise support teams in designing and experimenting with in collaboration with the @OneTeamGovCanada on Mental Health participated in the afternoon forward-thinking ideas. The BCFC funded nine movement. This was made possible thanks to the feature panel. All provided invaluable and varied projects including several in support of Indigenous contribution of a Federal Council member who hired experiences and tools for talking about mental Peoples and networks, as well as a FedGlove a Free Agent to create a self-sufficient platform health. Over 100 managers and mental health program, the first single-use glove-recycling meant to inspire federal public servants to work in champions registered for the event, representing program in federal laboratories in BC. The PFC and the open and embrace new ways of connecting 21 departments and external partners, to learn BCFC will join forces to learn from these western with others, while positively impacting their how to speak to colleagues and friends in an projects and explore their scalability. mindsets and approach to learning and sharing. unbiased, compassionate, and educated way. Council Composition Regional statistics Source and Definitions can be found on page14 49 45Members Departments and 22.1% Members of a visible minority group 98 2% English % French representing Agencies on Council compared to 16.7% in the NCR 14 Communities 4 .8 % Hiring rate compared FOL compared to 63% to 37 % in the NCR and Networks to 6.2% in the NCR 51 49% Male % Female 12.9 % Internal mobility rate compared to 21.8% in the NCR Gender compared to 44% to 56 % in the NCR Regional Federal Councils  Annual Report 2019 – 2020 7 Council Composition Regional statistics Source and Definitions can be found on page14

Prairie Federal Council Aligned with the Beyond 2020 vision of an agile, inclusive, and equipped public service, the Prairie Federal Council (PFC) mobilizes its efforts around three strategic priority action plans: People and Talent Management; Indigenous Peoples; and Innovation. An array of practical and regionally unique initiatives are embedded within each of these action plans to deliver the PFC’s strategic agenda and to support a strong and engaged regional workforce. PFC Career Tap the Top Gala Event FedStarter 5 (2015  – 2020) Mobility Initiative In support of the PFC’s People and Talent The PFC’s FedStarter program provides a platform Given the regional internal mobility rate of 12.4% Management Action Plan, the Tap the Top for GC intrapreneurs to think outside the box to compared to NCR’s rate of 21.8%, the time Gala event was a collaborative partnership design and deliver solutions to help shape the was right to try something new in the Prairies. between the National Managers’ Community, the future of the public service. FedStarter is open to Developed over a six-month design and Saskatchewan Senior Leaders’ Table, and the any public servant in the west who is willing to take consultation period with Prairie region officials at PFC to strengthen the leadership capacity of the risk to pitch their innovative idea to Council all levels, the Career Mobility Initiative launched managers in the region. Dragons. Project proposals must align with one in February 2020. or more of the following priorities: public service This pilot Speed Networking event brought renewal; interdepartmental collaboration across the The Initiative is a multi-pronged approach to grow together 12 senior leaders and 62 managers from west; improving services to Canadians; or working regional talent based on the Treasury Board federal organizations in Saskatchewan to engage with Indigenous peoples. Secretariat’s six Leadership Competencies and in an evening of dialogue about leadership and to promote interdepartmental mobility through key leadership traits to support the federal public Successful FedStarter 5 projects continue increased uptake of GC Career Marketplace. service of the future. the trajectory of increased complexity and A suite of tools, including training videos, have interdepartmental involvement. Over the course been developed to promote adoption in the Prairie The goal for 2020 – 2021 will be to scale the of two days, selected project teams pitched region, as well as to create increased awareness Tap the Top networking event by joining 21 projects to a Dragons’ Den of 16 Council about development and mobility mechanisms, forces with the Saskatchewan Federal Youth executives. PFC provided $19,000.00 to support such as micro-missions. Network to include the leaders of tomorrow. eight innovative projects, including a single kernel moisture reader, a prototype, which may have To date, 18 PFC signatories have committed to an Regional statistics industry applicabiSliotyu.rce and Definitions can be found on page14 CExoeucuntciviel CChoamrteprotosicthioamnpion the development of 22.1% Members of a visible minority group 98 % 2 %A FedStarter Program Toolkit will be available 49 45rich career experiences for their staff through the compared to 16.7% in the NCR in 2020 – 2021 to suppEonrtgolisthher organizaFtiroennsch mechanismrMseepcmreabspeetrnsutirnegd in this InDAitgeiaeptnaicvrtieme.sePnotnFsCCanodwunicllil 4 .8 % Hiring rate compared interested iFnOdLecliovmeprianrgedthtois6i3n%notvoat3io7n%pilnatthfoerNmC. R to 6.2% in the NCR 14host a series of learning events in 2020 – 2021, 51 49% Male % Female 12.9 % Internal mobility rate compared ainncdlutdoiningsLpaCeirnaoedmdrNemeergutsnwihoitoiinperkassTl aelmksptlooymeeasin. tain momentum to 21.8% in the NCR Gender compared to 44% to 56 % in the NCR Council Composition Regional statistics Source and Definitions can be found on page14 52 43Members Departments and 12 % Members of a visible minority group 97 3% English % French representing Agencies on Council compared to 16.7% in the NCR 3 Provincial Senior 7.2 % Hiring rate compared FOL compared to 63% to 37 % in the NCR Leaders’ Tables to 6.2% in the NCR 15 Networks and 58 42% Male % Female Communities of Interest 12.4 % Internal mobility rate compared to 21.8% in the NCR Gender compared to 44% to 56 % in the NCR Regional Federal Councils  Annual Report 2019 – 2020 8 Council Composition Regional statistics Source and Definitions can be found on page14

Northern Federal Council The Northern Federal Council (NFC) is supported by Territorial Tables through their on-the-ground membership in each territory. The membership of these tables, in concert with the larger membership of the NFC have demonstrated how being agile, inclusive and equipped can lead to fruitful outcomes, lots of sharing and learning from each other’s efforts. ‘This is Canada – the North’ A Northern Perspective On line Efficiencies on Accessibility The Canada School of the Public Service The territorial tables are always looking at (CSPS) Initiative, ‘This is Canada — the North’ The NFC hosted Deputy Minister Laroche who ways to improve the timing and coordination is part of a suite of learning events to provide provided an update on the federal accessibility of community visits by Government of Canada regional insights to public servants working in strategy and to seek ideas and suggestions from officials. An online calendar for engagement the National Capital Region. This collaboration a northern perspective to make the Public Service and consultations was developed in all three with the Northern Federal Council’s territorial of Canada the most accessible and inclusive territories, adapted to each of their needs. A fairly tables will provide a glimpse into the realities simple solution, which opened up conversations of Canada’s vast North. Participants will gain a employer in the world. Subsequently, DM Laroche on sharing of resources, expanded partnerships better understanding of the North, recognizing across departments, and reduced barriers to the populations are as different as the governance travelled to Whitehorse in July 2019 to get more collaboration and duplication. Cstoruucntucreils,Cthoemgpeoogsriatpiohyn, the cultural diversity, the infrastructure, the economy and the access on-the-ground perspectives. To take full advantage Source and Definitions can be found on page14 49 45to and useMoef,msbceiresnce, to nameDeapfaertwm.eWntseanlodok Roenfevtghirioisoncnmoaennlvetsrftsoaarttniioosnrttihacensrdnehreslp, toheptmimeizmebtehres work of forward to rtehpereCseSntPinSg offering oAfgtehnecieosnoendCaoyuncil 22.1%the NWT 14workshop iCnotmhemunneitaiersfuture. and Networks influence tahneddNisucnuasvMcsuoieomtmntpbaatebrhrelsredoostufowga1hve6isrt.e7ieb%llaeelcsminooinnthoaferebitrNlyeeCgntrRcoouep. 98 2% English % French 4 .8 % Hiring rate compared FOL compared to 63% to 37 % in the NCR to 6.2% in the NCR 12.9 % Internal mobility rate compared 51 49% Male % Female to 21.8% in the NCR Gender compared to 44% to 56 % in the NCR Council Composition Regional statistics Source and Definitions can be found on page14 52 43Members Departments and 12 % Members of a visible minority group 97 3% English % French representing Agencies on Council compared to 16.7% in the NCR 3 Provincial Senior 7.2 % Hiring rate compared FOL compared to 63% to 37 % in the NCR Leaders’ Tables to 6.2% in the NCR 15 Networks and 58 42% Male % Female Communities of Interest 12.4 % Internal mobility rate compared to 21.8% in the NCR Gender compared to 44% to 56 % in the NCR Council Composition Regional statistics Source and Definitions can be found on page14 46 39Members Departments and 7.2 % Members of a visible minority group 94 6% English % French representing Agencies on Council compared to 16.7% in the NCR 3 Territorial 10.9 % Hiring rate compared FOL compared to 63% to 37 % in the NCR Tables to 6.2% in the NCR 60 40% Male % Female 15.3 % Internal mobility rate compared to 21.8% in the NCR Gender compared to 44% to 56 % in the NCR Regional Federal Councils  Annual Report 2019 – 2020 9 Council Composition Regional statistics Source and Definitions can be found on page14

Ontario Federal Council Outside of the National Capital Region, Ontario Region employs over 39,000 federal public servants, representing the largest federal footprint of all regions across Canada. Supporting a membership of 45 federal leaders, 44 provincial ex-officio members of the Ontario Leadership Network and 10 Communities of Practice, the OFC Secretariat aims to create an integrated regional federal family and promote inclusive engagement. In March, the OFC pivoted its focus to COVID-19 and, in doing so, strengthened coordination of its regional communities, including the HR Leadership Council and a newly created Communications committee on COVID-19. The OFC Chair and senior regional officials engaged more fully by increasing the frequency of executive committee calls CanodubnrcinilgCinogmfoprowsairtdioanctivities focused on surgeResugpiopnoartl asntdatsistatibcislization efforts. Source and Definitions can be found on page14 49 45Members Departments and 22.1% Members of a visible minority group 98 % 2 %InclusivenessEnglish French GrowinrepgresePntiangrtnersAhgeinpciess on Council 14The OFC Youth and Fcoumptauredrteo 16L.7e%aindthee NrCsR FOL compared to 63% to 37 % in the NCR tShaCernoocdmurNemgetuhatnworiitouaierttksstchoenrteinguioedn, to strengthen its The OFC leveraged creative mechanisms to networks across the federal 4 .8 %RheelcdotganrgizeintegdthmeeiHtemoitri6pinn.ogg2rs%rtaawtneiniccttheohmemopNfuaCyrletoRidpulteh,ptahretnOerFsC 51% 49 %aaddviavenrcseetahnedBheeyaolnthdy2wM0o2ar0klepplaricoeritiyn othneprreogFmieoomnti.anlge government and with the Province of Ontario and such as the BrookfielIndteInrnsatlimtuotbeiliatynrdatethceomFpuaturerde Hosting a mGeonvdieersccormepeanreindgtoo4f4In%ditgoe5n6o%usi-nmthaedNeCR the City of Toronto, seeing almost a 40% increase 12.9 %Skills Centre on genetora2t1io.8n%al isnhtihfetsNiCnRthe in attendance over the previous year at its Council workplace, skills required for the public service of films in collaboration with the National Film Board meetings. Reaching approximately 300 in-person tomorrow, and predictive HR analytics. Through of Canada, the OFC facilitated awareness of Canoduonvceril1C,6o0m0 vpirotusailtpioanrticipants in hubs RtheegTiaokne aMlesWtaithisYtoicusinitiative and guided actions stemmingSofurorcme atnhdeDerfeincitoiomnsmcaennbde afotuinodnosn page14 across the province, the OFC co-hosted two tri- mentorship activities, OFC members encouraged 97 % 3 %of the Truth and Reconciliation Commission. By 52 43pwaitrhtnleerasrhniipnrMegsepymorempbseppernoostisrntiguunmitsiessurpeplaoADtregetdiepnnagtcrotimereUsegnontincosoCnannaodsul ncsctioial uffs 12 %wyoilul negnapbuleblitchesmeMcrvoteoammnpbbtaeesrrestfdloeotfoxeaimb1vl6ibes.7irbaa%lnecdeminiitnntohonoerioltsNyvCgathrtRoiavuetp organizing Council meeEtinngglsis,hand collaboFrraetnincgh 3aBciahsieivneLPtmerhoaeevdinenWtrcssia’oloTrSakfbepwlneliaosocmr ee, nanledacdeelresb. rTahteingOtFhCe hosted 7.2 %tinhrOouFgChomuetethtienigrstHcoiaar6irnn.eg2de%rreastvei,neacntohntmeds.pNtaTCorheRpedaOrtiFcCipaatleso on events wFOithL cmomulptiapreled lteov6e3ls%otfog3o7v%erninmtheenNt,CR the OFC increased participants’ understanding discussionsNeotnworreklseavnadnt thematic areas such as collaborated with regIniotenranal lumnoivbeilirtsy irtaietesctoompparoremd ote 58 % 42 %of GBA+ and examinedMcahlearacter-based Female 15digital transCfoomrmmauntiiotiens, owf eInltlnereessts and inclusion, 12.4 %the federal public sertovic2e1.8as%ainn tehme NpCloRyer of wfraomrkepwlaocrek.sGInepnradodemrdcoitotioimnnpg,artcehudelttouOr4aF4lC%chcatoonll5ga6eb%oinraintthetehde NCR future skills, and EQI. The OFC facilitated a choice for youth. For example, the OFC joined with the Ontario Learning Network to pilot meeting with Assistant Deputy Secretary to the efforts with McMaster University to host a Career interdepartmental Second Language Training in CCoabuinnect,ilPCubolimc SpeorsviicteioRnenewal (PCO) where RCeongvieornsaatliosntsaptiasnteilcfseaturing four Deputy the GTA, with a vSieowurcteoansdhDaerfeinitbioensstcapnrbaecftoiucnedsonwpaitghe14 37 participants from 18 different departments Ministers and a Senior Director offering advice 94 % 6 %other areas in the region. Jointly with the Canada 46 392an0d20agthernocuiMregesephmrceabsaeermrnestgeinigotongael tlheenrs.toTDAhdgeeepisnaOccrtiumeFsseCsnotnBcsCoaennoydutoinnncudiled 7.2 %stoersvtiucdee. nTthseopnaenMcmeolepmdmlpoibsayecrmreusdesotsnfoiato1ivnn6is.a7itbhl%lleeowmifneientddhoeerisrtNyatuClgdrpRoeuunbptliscat School of Public ServicEen, gcloismhmunities oFf rpernacchtice, 3ctoomreminufoTTnearictbrirleeietosstrhiaaelndimepxopratnandceed 10.9 %various stagesicnotnhteriHtibroiure6intd.ig2ou%nrcasateinttihcotohenmeytpNchaCaereRndomppaokretutonittyhe and leadingFOaLcacodmepmairceds,toth6e3O%FtCo 3a7ls%o ifnatchielitNaCteRd of its 10 functional several discussions on accessibility, harassment its reach across the to envision the 15.3 %Gheoavltehr,ntmecehnnt oolfoCgya,naanItdnodtae2rb1unia.sg8linm%dgoaibnttiahltitheyueirpraNostCeknRcilgolsmraipndaurpeaudtbiolinc. 60 % 40 %prevention and the effecMtasleof stigmatizatioFneomf ale province by supporting the Northern Ontario omnenbteahlailvlnioeGusresanldincerhthcaoenmgwpeao.rrekdptloac4e4,%wtitoh5a6n%emin pthheaNsCisR Management Group and a new Kingston cluster. Council Composition Regional statistics Source and Definitions can be found on page14 45 45Members Departments and 20.5 % Members of a visible minority group 95 5% English % French representing Agencies on Council compared to 16.7% in the NCR 10 Communities 5.3 % Hiring rate compared FOL compared to 63% to 37 % in the NCR and Networks to 6.2% in the NCR 44 Provincial EX-officio 56 44% Male % Female members 10.1% Internal mobility rate compared to 21.8% in the NCR Gender compared to 44% to 56 % in the NCR Regional Federal Councils  Annual Report 2019 – 2020 10 Council Composition Regional statistics Source and Definitions can be found on page14

Quebec Federal CouncilCouncil Composition Regional statistics Source and Definitions can be found on page14 49 45 22.1% 98 % 2 %The QuebrMeeepcmreFbseeerndstiengral CouncADilgeep(QnacrtFimeCseno)tnsisCanoadunnceil twork for information, mMcoeummtpbuaearresldoatfosa1sv6iiss.7itba%lenmicnienthoeraitnNy dCgrRocuopncerted action. It allows English French resourcesCtoommbuenimtiesobilized with the ultimate goal of better serviHnirgingcirtaitzeecnomspaarnedd addressing common regioFnOaLl compared to 63% to 37% in the NCR 14 4 .8 %issues, foasntderNientgwosrkosund management and promoting governmetno t6-.w2%idein tahcetNivCiRties and initiatives. The foundation of 51% 49 %the Council is the QFC’s three-year 2019 – 2022 plan, which was deInvteernloalpmeodbiliwty irtahtetchoimspainredmind and is directly based Male Female 12.9 %on the “Beyond 2020” initiative. It focuses on three priorities for a tpou2b1.l8ic%sien rthveicNeCRof the future: agile, incluGsievneder compared to 44% to 56% in the NCR and equipped. The priorities guide federal partners present in Quebec towards working together and accounting for Quebec’s specific characteristics in the implementation of their respective programs and services for a public Source and Definitions can be found on page14 CseoruvincceitlhCaot mloopkosstitoiothne future. Regional statistics 52 43Members Departments and 12 % Members of a visible minority group 97 3Interdepar%tmEengnlisthal % French Mobilirtepyre +sentimng eetinAggencies on Council 3Under Pthroevitnhceiaml Seen“fioror m one organization to Managercommpaereed ttoi1n6.7g%–in thHe NRCR InnovaFOtLiocomnpaLredatob6o3%ratot3o7%ryin the NCR anotherL,”eatdheersM’ Toabblielisty + Committee invited over 7.2 %As part of the priHoirriintyg kranteowconmapsareCdollaborate to 58 % 42 %The Innovation Lab delivMeareled its findings frFoemmale 15100 employNeeetwsotrokstwanod interdepartmental exchange Recruit, hiring mtaon6a.g2e%rsinatnhde NhCuRman resources the pilot prGojeencdterocnomthpearreedctrou4it4m%enttoo5f6t%arginetthe NCR groups (Aboriginals, visible minorities, persons events, oneCionmMmuonnittireesaolf aInntedretshte other in Quebec 12.4 %professionals sat dowInnterfnoarl mtwoobildityaryasteocfompared with disabilities, Anglophones) through the publication ofSothurecesaynndtDheefisniitsiondsoccanumbeefonutn:d on page14 City, to promote networking and interdepartmental interdepartmental distocu2s1s.8io%nsintotheidNeCnRtify issues Representative Public Service: Best Practices, and potential solutions to simplify the appointment mobility. During these events, participants had an process. Solutions discussed included the active 94 % 6 %Issues and Potential Solutions. Throughout the CopopuonrtucnilityCtoomlispteonstiotitohne inspiring experiences of Rpaergticioipnaatiolnsotaf thiusmtiacnsresources at management meetings, interdepartmental sharing of best year the Lab has conceEpntugalilsizhed and delFivreernecdh employees who have used mobility to boost their over 25 deFpOaLrtcmoemnptaarel dantod6i3nt%ertdoe3p7a%rtminetnhteaNl CR 7.2 %Tphraecsteicpersacatnicdems oMcworeeimlmlpfhbaaeesrreltspd-otttrfooaac1rvk6eis.dr7ibeu%lcecremuiniisnttmhotaerieftNyfninCgtgrRdouapys. 46 39cinanreererwso. TrkhirMneegyepmrsaebsloseefornsatihnngaudmabcehraonfcfDAeegedtepoenarcrdatimeilssedcnoeotnspvCaaenorrdtumtnhceeilnts 60 % 40 %events reaching more than 1,000 federal public times, make managerHsirianngdrahteucmomanparreesdources at a speTeerdritnoreiatwl orking workshop. To create the servants. In addition, thMe aLlaeb supported thFeemale 10.9 %more efficient and imtpor6o.v2e%thinetheexpNeCrRiences of implementaGteionndeor fcoinmitpiaarteivdetso 4re4la%tetdo 5to6%theinQthFeCNCR 3perfectTcaoblmesbination, the participants had to 15.3 %applicants to the fedeInrtaerlnpaul mbolibcilistyerravtiececo. mpared action plan. Twenty-five organizations contributed up to $184,500 in funding to the QFC Innovation complete their profiles and were invited to hand to 21.8% in the NCR Labfor 2019 – 20S2o0ur.ce and Definitions can be found on page14 them in to the departmental representative of Regional statistics their choosing. Building on the success of these 20.5 % Members of a visible minority group compared to 16.7% in the NCR events, the Mobility + Committee promoted CinoteurdnecpialrtCmoemntaplodsisictuiossnions and the sharing 5.3 % Hiring rate compared to 6.2% in the NCR 45 45of talent, in an effort to enhance expertise in the 95 5% English % French public servrMiecepemr.ebseernsting Departments and 10.1% Internal mobility rate compared Agencies on Council to 21.8% in the NCR 10 Communities FOL compared to 63% to 37 % in the NCR and Networks 44 Provincial EX-officio 56 44% Male % Female members Gender compared to 44% to 56 % in the NCR Council Composition Regional statistics Source and Definitions can be found on page14 50 49Members Departments and 10.9 % Members of a visible minority group 11 89% English % French representing Agencies on Council compared to 16.7% in the NCR 12 Committees 5.2 % Hiring rate compared FOL compared to 63% to 37 % in the NCR and Partners to 6.2% in the NCR 46 54% Male % Female 12.5 % Internal mobility rate compared to 21.8% in the NCR Gender compared to 44% to 56 % in the NCR Regional Federal Councils  Annual Report 2019 – 2020 11 Council Composition Regional statistics Source and Definitions can be found on page14

Council Composition Regional statistics Source and Definitions can be found on page14 49 45Members Departments and 22.1% Members of a visible minority group 98 2% English % French representing Agencies on Council compared to 16.7% in the NCR 14 Communities 4 .8 % Hiring rate compared FOL compared to 63% to 37 % in the NCR and Networks to 6.2% in the NCR 12.9 % Internal mobility rate compared 51 49% Male % Female Atlantic to 21.8% in the NCR Gender compared to 44% to 56 % in the NCR Federal CouncilCouncil Composition Source and Definitions can be found on page14 Regional statistics 52 43 12 % 97 % 3 %The AtlantMreicepmreFbseeedrnsteinrgal CouncADilge(epAnacrFtimeCse)notnbsrCainondugnsciltogether senior fedeMcoreammlpbaoerrefsfdioctfoiaa1lv6sis.7ibfr%leommininthomeritoNy rCgerRouthp an 45 federal departments English French and agPeronvicncieiasl Swenhioor are responsible for programs and activitiesHinirintghreateActolamnptaircedprovinces. They share regionFOalL compared to 63% to 37% in the NCR 3 7.2 %intelligLeeandceers’aTnabdlessupport central agencies and deputy ministertso i6n.2d%eilnivtheeriNnCgRGovernment of Canada priorities 58 % 42 %efficientlyNaentwdoreksffaencdtively. As part of their mandate, the AFC membInetresrnaflomrgobeilitiynrnatoevcaomtipvaerepdartnerships, leverage Male Female 15 12.4 %resourcesC, opmumrusnuitieescorfeInatetirveset solutions to address issues of commonto i2n1t.e8r%esint,theenNgCaRge with stakeholders, shGaerneder compared to 44% to 56% in the NCR knowledge, and facilitate collaboration between departments, agencies and as well with networks of interest. CEomunpciol CwoemrpionsgitioCnommunities RMegeioentainl sgtatoisfticMs inds Official LanguagesSource and Definitions can be found on page14 46 39Retreats, lereaprnreisnegnteinvgents, coacAhginegnccieisrcolnesC,ouncil of InterestMembers Departments and 7.2 %In 2019, the AtlaMnetimcbFeersdoefraalviCsiboleunmcinilotriotyogkroaup 94 6Internship%PrEongglirsham % French mentoriTnegrrintoeritawl orks and an ongoing lineup of themed approacchotmopiatrsedmtoee1t6in.7g%s, isnpthoetlNigChRting The year 20F1O9L csoamwpathreed htoig6h3e%st tuop3t7ak%e iinnththeeNCR AFC’s Official Languages Internship Program since 3engaginTgabalecstivities are just some of the ways the 10.9 %issues and subjects tHhiraintgwraetreeccomurpraernedt and relevant 60 % 40 %aitdsdcirtieoantiotonainro2b0u1s6t.aTrhraiMsyapolrfeotgoroalsmaivsaailnabimlepFteaomctafulel AFC provided ongoing support for the National to its members. This tyoe6a.r2, %theintthheemNCesR were help federaGl eenmdeprlocoymeepsareindctroe4a4se%thtoei5r6la%nginutahgeeNCR Managers Community (NMC) and the Federal 15.3 %Youth in the Federal PInutebrnliacl mSoebrivliitcyera,teTeccohmnpoarleodgy skills, and represents another positive step taken by the AFC to support the vitality of the region’s Youth Network (FYN) in 2019. Innovation in the pubtloic2a1n.8d%prinivtahteeNsCeRctors, official language mSoiunroceriatyndcDoemfinmitiounnsictiaensbe(OfouLnMd oCn psa)g.e14 Emergency Management and the 50th anniversary CAPFloaCnunnsinucgpilpSoCersotesmdioenpv,oethsnetistBioinlancnlukdetedExtehreciNseM(CKAIROS), of the Official Languages Act. 95 % 5 %The AFC continues to work with the OLMCs to 45 45Policy HackMe(imnbperasrtnership withDethpaertNmeonvtas aSncdotia REaecghioAnFCalmsetaettinisgtiiscsstructured to invite strengthen the organizaEtinognl’isshimplementaFtiroenncohf Part VII of tFhOeLOcoffmicpiaarledLaton6g3ua%getos3A7c%t. in the NCR Governmenretp),reasnenAtimngazing RaceAgeevnecniets, oannCdouncil 20.5 %knowledge sharing ianMcntoedemmrefpbasaecrtreisildnitotafotthae1ev6aiss.7ibud%lbeejemeinpcinetthoraerittNy CgrRoup EngageNOCVoAm,mjuusnittiteos name a few. understanding and 10The AFC isacndomNemtwitotrekds to being an advocate and 5.3 %hand. GuesttsapbeleaHtokidre6inir.sg2sc,%ruaintseidnsciutoohsnmetsrpNyaaCreneRxddpesirttes,vpisaitnsel 44cehnasumrpiniognthomPafretotmhvthibeneecsiriearslvtEowXico-oefifimsciaporoerthaenat rcdoamnmduthneitiier s, 56 44% Male % Female discussions, ideas brought forward during meetings. 10.1%offered members new insights and fresh Gender compared to 44% to 56 % in the NCR perspectives, as weItnlolte2ar1sna.8ol pm%poibonirltitthuyenraNittCeieRcsomfoprared conversation and networking. Members have responded favourably to this approach, and have Council Composition Rethveeegmnieposuntaanfoldrswstuaabrtdjiestchtteiscirtsoowexnpslourgeg, emsotivoinngs for more Source and Definitions can be found on page14 forward. 50 49Members Departments and 10.9 % Members of a visible minority group 11 89% English % French representing Agencies on Council compared to 16.7% in the NCR 12 Committees 5.2 % Hiring rate compared FOL compared to 63% to 37 % in the NCR and Partners to 6.2% in the NCR 12.5 % Internal mobility rate compared 46 54% Male % Female to 21.8% in the NCR Gender compared to 44% to 56 % in the NCR Council Composition Regional statistics Source and Definitions can be found on page14 48 45Members Departments and 4.1% Members of a visible minority group 82 18% English % French representing Agencies on Council compared to 16.7% in the NCR 5 Committees 6.5 % Hiring rate compared FOL compared to 63% to 37 % in the NCR and Partners to 6.2% in the NCR 55 45% Male % Female 15.0 % Internal mobility rate compared to 21.8% in the NCR Gender compared to 44% to 56 % in the NCR Regional Federal Councils  Annual Report 2019 – 2020 12

COVID-19 Response RFCs mobilized to support the federal government’s COVID-19 response. At the time of writing this report, the role of RFCs to support federal coordination efforts and share information across regions rapidly evolved based on immediate needs. Each of the six federal councils convened regular meetings of their members RFCs will continue to facilitate a coherent federal response in regions to this to discuss common approaches to difficult challenges, led discussions with unprecedented event and to connect senior officials with regional networks, stakeholders, and disseminated information to regional officials. These meetings the NCR, and with provincial / territorial counterparts. RFCs have and will included occupational and public health authorities and central agency continue to play a strategic convener role in all regions of the country, and colleagues from the Privy Council Office and Treasury Board Secretariat who support resumption planning. provided practical guidance and insight on directives. Council members have benefitted from opportunities to confer with their colleagues and draw on capacity where needed to support regional responses to key issues. Regional Federal Councils  Annual Report 2019 – 2020 13

Contact Information Atlantic Federal Council Northern Federal Council rfc-cfr.gc.ca Blue Cross Centre 90 Sparks Street, 3rd Floor 644 Main Street P.O. Box 6051 Ottawa, Ontario K1A 0H4 Moncton, New Brunswick E1C 9J8 (343) 549-6846 (506) 851-2085 jacqueline.lalonde @ canada.ca francine.guerette @ canada.ca   Northern Federal Council   Atlantic Federal Council Prairie Federal Council Quebec Federal Council Canada Place, Suite 1500 800 René Lévesque Blvd. West 9700 Jasper Avenue Montreal, Quebec H3B 1X9 Edmonton, Alberta T5J 4C1 (514) 641-9186 (780) 495-3549 dec.cfq-qfc.ced @ canada.ca wd.pfcsecretariat-cfpsecretariat.deo @ canada.ca   Quebec Federal Council – Secretariat   Prairie Federal Council Secretariat   @ CFQ_QFC   @ PrairieCouncil Ontario Federal Council British Columbia Federal Council 151 Yonge Street 300 West Georgia, 13th floor Toronto, Ontario M5C 2W7 Vancouver, British Columbia V6B 6C9 (416) 973-7248 (604) 657-8954 fdo.ofc-cfo.fdo @ canada.ca wd.federalcouncilbcfc-conseilfederalcfcb.deo @ canada.ca   Ontario Federal Council   BC Federal Council Secretariat   @ BCFedCouncil Regional statistics: Source RFC/OCHRO Public Service Employee Survey Regional statistics: Definitions Regional Analysis Project (2017 – 2019). Based on data available. Internal Mobility is the sum of the internal appointments within the respective region divided by the average core public administration of the respective region; from fiscal year 2016 – 2017. Note: Internal mobility source data file needs further validation. Hiring Rate was calculated for the regions using a weighted average from fiscal year 2016 – 2017. Diversity Data captures only core public administration employees who have completed the Employment Equity 14 Self-Identifying Survey (2017).